1. Preparing for Promotion Success
Angela Mtungwa, M.S.
CDR, U.S. Public Health Service
Div. of Commissioned Corps Personnel and Readiness
Personnel Management Support Team
Angela.Mtungwa@hhs.gov
240-453-6036

2. Objectives
• Describe key factors in the promotion process
• Describe common “promotion pitfalls”
• Define the elements of well-crafted documents

3. Administrative Requirements
Regardless of score, these must be met in order to be promoted
Temporary Grade
• Required Annual COERs on file (last 5 years)
• A current satisfactory COER, if required
• A current valid license, if required
• No current or pending adverse actions
• Meet & maintain basic level of readiness
– December 31 AND the following March 31

4. Administrative Requirements
Regardless of score, these must be met in order to be promoted
Permanent Grade
• A current satisfactory COER, if required
• Valid license, if required
• No current or pending adverse actions
• Meet & maintain basic level of readiness
• Current 5 year Physical Exam on file w/MAB
• Report of Medical History (DD2807-1) &
• “Disclosure Statement” within 1 year of April 30, PY

5. Document Submission
• Submit documents to the correct line
– eOPF: 301-480-1407 or 301-480-1436
– Licensure/certification: 240-453-6142
• Identify yourself with name and PHS #
• Know the process for each section of the eOPF
– CV
– PHS Support Activities
– Continuing Education
• Always verify the document in the eOPF!

6. Promotion Pitfalls
Common but Costly Mistakes
• Errors – eOPF and PIR
• Too much detail
• Acronyms
• Making Assumptions
• Lack of ownership

7. Promotion Pitfalls
Promotion Information Report

9. Promotion Pitfalls
Too Much Detail
I have devoted a large part of my career to the completely unique IHS Injury
Prevention Program; there is no other agency worldwide addressing injury using the
methods employed by this very successful program. I serve as one of 12 Area
Specialists throughout the United States. There is very little movement among the
Specialists as some are Civil Servants and others are tribal and all know that building a
comprehensive injury prevention program is a long term commitment. Not only have
tribal leaders expressed a desire for continuity but successful injury prevention
programs rely upon three key concepts: enforcement, modifying the environment
through engineering thereby reducing the role of human behavior, and finally
education as the third of the Three Es. Gaining the trust and attention of tribal
councils to strengthen passenger restraint and impaired driving laws, developing
coalitions to illustrate benefits and convince populations along with development of
crash and severe injury databases to illustrate the causes and types of injuries that are
killing and maiming people all take time and commitment to achieve. I have
successfully done all of these things by working with other agencies such as the CDC
to obtain funding to employ evidence based strategies and as a result have seen
dramatic gains in restraint use and decreased injuries as a result…

10. Promotion Pitfalls
Too Much Detail
A better rewrite
• dDevoted a large part of my career to the completely unique IHS
Injury Prevention Program, which addresses injury using methods
not employed by any other agency in the world; there is no other
agency worldwide addressing injury using the methods employed
by this very successful program.
• Recognized expert as one of only 12 Area Specialists throughout in
the United StatesU.S.; as a result there is a dearth of available
positions as a PHS officer. Because building a successful injury
prevention program is a long-term commitment and continuity is
vital, transferring to another position or area is unlikely and also
could be disruptive to the _______ Area program to the detriment
of tribal relationships and the people being served.

11. Promotion Pitfalls
Acronyms
• At FDA, conducted lab research on CV and
ortho medical device materials including
PS, PE (incl. HDPE), Ti, PTFE, and PTCA
catheters.
• At BOP, worked at CO/HSD in the S & R
section. Completed a TDY with the MXRO and
recruited for various instit. including MRCs
BUH, LEX, DEV, CRW, and SPG.

12. Promotion Pitfalls
Lack of Ownership
• Take responsibility for what you can control
– Quality of documents
• Before and after entry into the eOPF
– Timely submission
– Identification of issues in the eOPF/PIR
– Ensuring all documents are in the eOPF correctly
The outcome is then out of your hands.

13. Well-Crafted Documents
Curriculum Vitae (CV)
• Category format
• Highlight important, impactful information
• Reduce the fluff… please!
• Consider the audience
– Diversity of fields/expertise
– Time constraints
• Address job/career-related weaknesses
• Back up statements with documentation

14. Well-Crafted Documents
Officer Statement (OS)
• Avoid paragraphs unless value is added
• Highlight most impactful accomplishments
• Specify contribution, not just membership
• Focus on Corps/community/officership
• Address Corps-related under-developed areas
• Back up statements with documentation

15. Well-Crafted Documents
Reviewing Official’s Statement (ROS)
• Inform supervisor and RO well in advance
• Provide link to the ROS section of the
Promotion Information Page (not the ROS form)
• Draft supporting document
• Focus is on agency/command contribution
• Paragraphs may be more valuable than bullets
• Use to confirm statements in other documents
and/or address perceived weaknesses.

16. Example of an ROS

17. Another ROS Example

18. Summary
• Educate yourself
• Be proactive
• Understand the audience
• Draft well-crafted documents
• Submit supporting documentation
• Utilize available resources
• Follow up, Follow up, Follow up!

19. Questions?